WEEK 13: CONTINUING PROFESSIONAL
DEVELOPMENT
Organizations recognizes that Learning is never
ending, organization has at least some
responsibility for developing their employees
and is also responsible in part for the growth of
their personnel and staff in development
programs. To foster the growth and learning of
employees is solely the result of altruistic
motives by organization. Sometimes the
learning offers by the organization does not
meet licensure requirements for education and
training but at least encourages their personnel
individual growth and supports staff
development activities both financially and
philosophical
The Philippine Qualifications Framework
describes the levels of
educational qualifications and sets the
standards for qualification outcomes. It is a
quality assured national system for the
development, recognition and award of
qualifications based on standards of
knowledge, skills and values acquired in
different ways and methods by learners and
workers of the country.
Qualification it refers to the formal certification
that a person has successfully achieved
specific learning outcomes relevant to the
identified academic, industry or community
requirements. A qualification confers official
recognition of value in the labor market and in
further education and training.
WHAT... It is a reference-system of national
standards of qualifications earned by
individuals educated and trained in the
Philippines
WHO...It is governed by the PQF National
Coordinating Council (PQF NCC) composed
of the Department of education (DepED),
Commission on Higher Education (CHED),
Technical Education and skills Development
Authority (TESDA), Professional Regulations
Commission (PRC) and Department of Labor
and Employment (DOLE).
FOR...It is for employers, workers, teachers
and learners, parents and government who
wish to understand Philippine qualifications
and compare them with others.
WHO...Its objective is to establish national
standards and levels of qualifications to assist
and support academic and worker mobility
and to address jobskills mismatch.
HOW...It outlines what an individual has
learned and can do based on qualification
type, levels and agrees of competency.
The Philippine Report referenced against the
ASEAN Qualifications Reference Framework
(AQRF) has been accepted as aligned to the
AQRF Referencing Criteria and has been
endorsed by the AQRF Committee to the
ASEAN Ministers of Economy, Education and
Labour.
The Philippine education and training system
and responsibilities and legal bases of all
relevant national bodies involved in the
referencing process. It also presented the
procedures for the inclusion of qualifications
in the PQF and in the Philippine Qualifications
Register (PhQuaR). It ascertains the
demonstrable link between the qualification
levels in the PQF and the AQRF and the basis
in agreed standards of the qualifications
system
Career development planning
A Career Development Plan is a written list of the
short and long-term goals that employees have
pertaining to their current and future jobs, and a
planned sequence of formal and informal
experiences to assist the employees in achieving
their goals. These goals should be linked to each
person's strengths and potential.
5 Steps to Create a Career Development
Plan for Yourself
What is a career development plan?
A career development plan is a personal action
plan that you can use to create a roadmap for your
career. The typical career development plan
example outlines:
The starting point: Where you are now in your
career
The destination: Where you want to go in your
career
The gap: The obstacles you must overcome to
reach the destination
The route: How to close the gap to reach your
intended destination
Your personalized development plan will help you
to identify specific, achievable career goals and
then design and implement strategies to reach your
goals.
How to create a career development plan
Follow these steps to create a career development
plan for yourself:
1. Identify your current position.
2. Identify your destination.
3. Do a gap analysis.
4. Create your career development plan.
5. Measure your progress and be ready to re-
evaluate.
1. Identify your current position
The first step in any career development plan is to
identify where you are now in your career. This step
also allows you to reflect on your current skillset
and strengths.
At this stage, you should consider questions like:
What are my past experiences?
What do I enjoy doing?
What kinds of natural skills and talents do I
have?
What am I doing when I feel most excited or
motivated at work?
Do I prefer leading a group, working with peers
or working alone?
What energizes me? What drains my energy?
Do I have a specific calling in life?
What about my career motivates me to get up
and go to work in the morning?
Take some time to write down the answers to
these questions. Note your current position in your
field, including whether you have finished your
education or would like to pursue additional
graduate education and where you fall on the
career ladder.
2. Identify your destination
Next, identify where you want to go with your
career by doing the following:
Brainstorm.
Set aside any obstacles or inhibitions that might be
holding you back. What is your dream career?
Where would you love to be in five to 10 years if
nothing was holding you back? Include your
ultimate career goal. If your dream is to be the CEO
of a midsize company, incorporate that into your
plan.
Develop more specific goals in the form of concise
statements.
It can be helpful to establish where you would like
to be in smaller increments. Given where you are
and the skills you have, where would you like your
career to be in two years? This is an increment that
is close enough to your current day-to-day, thus
making
it easier to visualize.
3. Do a gap analysis
At this stage, you are ready to do a gap analysis,
which determines where you are now and where
you aim to be. Complete a gap analysis by doing
the following:
Research your goal career
Taking the goals that you outlined as your two-
year or five-year career focus, find job
listings for the type of job you want. Be sure the
descriptions match your skills and experience,
and the requirements align with your ultimate
ambition.
Consult with seasoned professionals
Additionally, take time to consult with your
supervisor, mentor and colleagues at work to
understand whether there are key items that you
should add to the list. While you may not want to
tell your supervisor if your goal is to land a better-
paying job at another company, you can still
articulate to them the specific skills you would like
to bring to your current role.
Since this kind of professional development
would benefit your team and the company as well
as you as an individual, your boss will likely be
pleased to help connect you to resources or
assign you relevant responsibilities.
Rate your qualifications
Once you’ve assembled this list of skills and
experiences, go through line by line and rate your
current skills, education and experience against
the requirements. Create a simple rating system
of 1-5, with 1 representing no match between you
and the requirement, and 5 meaning that you
perfectly meet the requirement. With this system,
the lower the rating, the more time and energy
you will need to invest in improvement.
Identify gaps and determine patterns
Once you have completed this exercise, identify
all of the areas where you have a development
gap. Look for common skills and experiences and
put them together in a group. You will likely begin
to notice patterns in which skills or experiences
you have a solid background in and which ones
require further development. See if there are items
that need to happen in a particular sequence. For
example, before you take on extra responsibilities
at work related to a specific piece of software,
you will need to learn how to use it. This is the list
of skills, education and experience you need to
focus on.
4. Create your career development plan
Now that you have the details about the skills you
need to develop to advance your career, you’re
ready to make a plan to do so. This step involves
taking the list of skills, education and experiences
you want to gain over the next few years and
creating a concrete plan to get to your career
goals. Here's what to do:
Set small task-oriented goals
Create a set of tasks related to each item on the
list that will help you to achieve them. For
example, if one of the skills you want to learn is
how to use a particular piece of software, your
plan could include signing up for a course to learn
about it, practicing with
a colleague and asking your supervisor to allow
you to work with the software as part of your role.
Organize with a timeline
Order the plan like a timeline according to the
logical trajectory for your goals. Start with short-
term items that you can achieve relatively quickly,
such as reading a book, and then move on to
longer-term goals like getting a master’s degree.
Think SMART
Using the SMART goal template can help you to
set achievable goals. SMART stands for Smart,
Measurable, Achievable, Relevant and Time-
bound. For example, the goal of improving your
understanding of your company’s payroll system
by working one-on-one with your supervisor
constitutes a SMART goal.
Create task deadlines
The best way to keep yourself accountable to
the plan is to assign yourself dates for each
task. Give yourself a “start by” date by which
you should be working on a task. Make sure to
plan out any preliminary steps to each item too.
For example, before you enroll in a professional
development course, you may need to apply
and purchase the required
textbooks. At this stage, you have a career
development plan.
5. Measure your progress and be ready to re-
evaluate
Your career development plan doesn’t end once
you’ve created it. The implementation stage
now begins with the following steps:
Keep track
To keep yourself accountable, keep track of how
your actual implementation aligns with the dates
you assigned yourself in step four. Check-in with
the list at least two times per year to make sure
that you continue to achieve the set timeline.
Consider milestones
Once you’ve begun working through your list of
skills, education and experiences, you will want
to figure out how to measure progress in your
career. A positive performance review, landing a
new job, getting a promotion, establishing useful
career contacts or
winning an award could be metrics for career
success.
Update goals accordingly
Unexpected occurrences and events will arise.
A job opportunity could take your career in a
surprising direction, or you could move across
the country. A wide variety of factors could
knock your plan off course. Keep in mind that
it’s okay to change direction, as long as you can
remain flexible. The plan is not concrete, and it
is useful to review it periodically to update your
goals to match your life circumstances. In
addition to regularly tracking your progress, plan
to re-evaluate the plan itself every six months or
so, and adjust it to meet your current goals.
Why you should create a career development
plan
Whether you just graduated from college or you
have been in the workforce for years, a career
development plan can be an important tool to
advance your goals. Mapping out your future
career will not only help you to reach your
career goals, but will also help you to stay
motivated and inspired at work, increase your
productivity, and strengthen your relationship
with mentors and supervisors.
Stay on top of your plan, and chances are you
will be able to take your career to the next level.
Application form
It is a quick way to collect demographic
information. For the manager, personal history
data educational background, work experience,
and other pertinent information can be used.
The institutions of choice must be contacted to
obtain an application form to start the hiring
process.
The application should be an attractive, typed
document to give a good first impression. Form
can now be found on line.
Resume
Resume is a summary of information about
one’s education, employment (if any) and
professional and personal history. The employer
usually uses the resume to determine which
candidates will be interviewed. It should be
carefully developed and updated periodically.
Printed on high quality 8.5 by 11inch typing
paper using laser printer
Should never be handwritten
Contents should be well arranged
With major and minor headings to facilitate
reading
Should be concise yet complete not
crowded
Should contain the following information:
2. Beat the place at the appointment time.
Identification: full name, address and contact
number Appear at the beginning of the resume It is necessary therefore that you start early from your
place so that you are at the agency ten to fifteen
Job Objective: Including or excluding a job
objective minutes before the time so you can relax. And
appeared unhurried.
Education: names and location of schools, dates
of attendance, 3.Know something about the institution where you
will apply so that you can answer questions
Diplomas or degrees conferred in chronological
order intelligently.
If possible, know the name of the person who will
And written in reverse.
Work Experience: Previous employment, interview you, so you can use it. Be prepared to
answer questions that are likely to be asked.
reverse and chronological order,
listing name location of each agency, dates of 4. Be at your best. Female:
employment
be neat and tidy,
position, title and responsibilities.
have a simple hairdo and
New graduates can list their RLE
moderate make up and wear a conservative dress
Appropriate to give reasons for leaving a position
reaching below the
Military Service: If the applicant has served in the
knee Male:
armed forces Affiliations: Membership:
be likewise impeccably groomed.
memberships, offices held,
Cover any tattoo
and committee activities in professional
Do not wear rings or facial piercing
organizations, learned societies, and civic and
Be sure your clothes are spotlessly clean
social groups religious and political affiliations
especially at the collar line
should be included with discretion
Have a decent haircut and well shaved
Honors and awards: scholarships, honors, and
Minimize underarm sweat on your clothing
awards may be cited by stating the honor, the
5. Be courteous and at ease. Knock before you enter
organization conferred it, the location, and the
Greet the person who lets you in and the person who
date.
will interview you with courtesy and affirm
References: If references are available, the resume
handshake.
should state that they will be provided on request,
Establish eye to eye contact.
the application should check the willingness of the
Let your personality shine by speaking confidently
people who might serve as references.
and demonstrating enthusiasm and professionalism.
Cover Letter: the resume should be accompanied
Sit properly and make sure you have turned off your
by a cover letter stating the following:
cellphone.
applicant’s interest in working for the specific
No chew gums.
agency
6. Bring credentials such as your registration care,
the special qualifications
residence certificate, tax account number, and the
the interests the applicant brings
like.
the applicant’s availability and
If possible, bring small photographs (1X1) to enclose
how the applicant can be reached, Tomey,
data form.
(2012).
Bring a fountain pen or ballpen for filling out forms.
Do not borrow from the prospective employer.
Job Interview
7. Ask questions about the job.
Interview allows the employer to determine if the
It may help in deciding if you like the position.
applicant meets the requirements for the position
being sought, and it allows the applicant to obtain
8. Thank the interviewer for giving you some of his/
information about the agency.
her time.
FIRST IMPRESSIONS ARE IMPORTANT.
If there are other applicants to be interviewed, do not
The interviewer will quickly assess the applicant’s
delay the interview unnecessarily.
manners and appearance.
9. Giveyourselftimetothinkabouttheposition.
The applicant may be questioned about
Notify the prospective employer if you have changed
dependability, responsibility, and ability to work
your mind or have transferred to another address.
with others.
10.If the prospective employer does not answer, you
The compatibility of the applicant cant’s goals with
may write a follow-up letter stating your interest in
available opportunities may be explored.
the position.
Types of interview
Resigning from a Job
Personal interview
Nurses have many reasons why they do resign from
their jobs. The is to seek better positions whether in
Is a face-to-face conference between two people
the Philippines or abroad. Maybe inability to adjust to
about something. An interview between an
the work situation, marriage, children, and/or transfer
applicant and a prospective employer gives both a
of family to other places.
chance to assess each other.
For the Employer it gives him/her a chance to The first is usually spent in adjusting to the position,
second in helping them find the field of nursing,
assess the applicant’s personality, alertness in
specialty of their choice. However, they should
answering questions, poise, command of the
change positions, as much as possible, more often
spoken language.
For the applicant, it gives him/her a background then once withing a year.
Some nurse feel that they are not suited to the
of the institution, its potential as a working place,
its philosophy and objectives, the working position, and feel that the advantages of leaving far
outweigh the reasons for staying it may be wise to
conditions, among others.
make a change. Nurses may seek assistance before
making any decisions. If possible, involve the family
The applicant sells himself/herself in an interview.
He/She wants to convince the prospective especially if it will, in a way affect them.
If offered a good position, talk it over with the
employer that he is the best applicant for the job. It
is best the he/she prepares himself/herself to make employer. It is best to observe “an open- door
policy.” Leave friendly feeling towards superiors and
a good first impression.
co-workers. A reference from them maybe needed
later or one may decide to return to the institution or
agency. Goodwill is an asset that can be banked on.
The following pointers will be of help in preparing
for an interview: Self-analysis is necessary including the reason for
transferring improvements may have to be made so
1. Make an appointment either by mail or
telephone. that unpleasant traits may not be carried on to the
new positions, Venzon & Venzon, (2016).
The Nursing Office or Personnel Division schedules
time to conduct interview.
Observe the following points in writing a
Resignation Letter:
Give the date of resignation
Good practice to complete the month from date
the notice of resignation is filled.
State the reason for resigning
Although you may have had an unhappy
employment experience, it is important to be
courteous because the letter is usually file and is
usually referred to when the need arises.
Express gratitude for kindness and
consideration given during the period of
employment.
Express regret for leaving regardless of the
reasons.
Attach clearance for money, work, and
property responsibilities.
Never walk off from a position.
Avoid breach of contract or Abandonment of
duty, or AWOL (absence without official leave).
Professional Portfolio
The Purpose of Developing a Portfolio
◦ Portfolio are a visual way to look at all the
career experiences nurses have encountered in
their lives and across the many paths they have
chosen. to celebrate the successes, to learn
from challenges, and to enthusiastically
anticipate whatever comes next.
◦ Serves as a foundation for extracting
whatever artifacts are required for specifically
targeted audiences (e.g., new hire or career
advancement).
◦ showcase nurses' knowledge, skills,
experiences, and accomplishments related to
selected goals or objectives.
Benefits of Building a Portfolio:
◦ Establish a strategic record of personal, and
professional activities and accomplishments over
time.
◦ Guide critical decisions related to personal
choices and volunteer activities, goals for
professionals and training, and professional
opportunities
◦ Tangibly demonstrate learning and KSAs in
specific areas of study and practice.
Benefits of Building a Portfolio:
◦ Validate and improve competence through
narratives that connect reflective practice to
practice standards and advance relevant and
purposeful competencies through continual
professional development
Provide more detailed exemplars for
performance-based interviews, applications for
employment, scholarships, grants, bonuses, or
promotions
◦ Speak to specific qualifications required for
various positions when entering nursing
profession or the workforce and for transitioning
into new roles
Document required artifacts to illustrate
portfolio-based competency assessments for
regulatory agencies, accreditations, performance
appraisals or evaluations, or certifications
◦ Explore and map the quality, safety, and
expansiveness of personal mastery, academic
progress, and professional development (e.g.,
serving on various committees, projects and task
force groups, and interprofessional collaborative
teams; completing preceptorships and
mentorships)
KEY TAKEAWAYS
◦ Portfolios are a visual way to showcase
nurses' career achievements.
◦ Nurses can showcase personal mastery and
professional preparation through
portfolios.
◦ Nurses at all levels can benefit from creating a
professional portfolio.
Portfolios are NOT prescriptive; they are fluid
and dynamic, providing past and present
evidence (artifacts) demonstrating competence
and competency related to experience,
professional practices, processes, quality, and
relationships
◦ Portfolios contribute to any conversation
nurses will have as they grow and develop
personally, academically, and professionally,
regardless of the paths they take. Portfolios are
significant resources for nurses to showcase
competence and practice improvements, with
artifacts demonstrating abilities to narrate lived
experiences and the insight gained through
reflection and reflective practice.
CONTINUING PROFESSIONAL DEVELOPMENT
One aspect of Human Resource
Management.
The Major Task of Staff Development in
nursing is to provide structure and assistance for
employees to learn in greater depth and translate
these knowledge, skills, abilities and principles
learned in nursing practice within the institution.
Better Trained and more competent staff can
save the organization money by increasing
productivity and positive outcomes.
Purpose of Staff Development Activities
o To establish competence
o To meet new learning needs
o To satisfy interests the staff may have in
learning specific areas
Staff development is cost-effective method of
increasing productivity.
TRAINING organized method of ensuring that
people have knowledge and skills for specific
purpose. The manager must first determine the
employees needs by asking their knowledge
deficits or giving employees skills checklists or
tests.
By identifying their handicaps, planning their
programs and development to
correct this deficiency early.
EDUCATION more formal and broader scope
than training. Training is for immediate use,
Education is designed to develop individuals in a
broader sense by re-organizing educational
needs, encouraging educational pursuits and
specialty programs
COMPETENCE having the abilities to meet
requirements for particular role. Health care
organizations use many resources to determine
competency. These include licensure exams,
national certification and performance review
This includes:
o Orientation
o In-service education o Continuing Education o
Formal Education
A. Orientation
Refers to planned and guided activities of an
employee in the organization, the work
environment, and his/her job.
Purpose: seeks to establish favorable
attitudes towards the organization, unit and
department, provide information and education
for success on the job, instill feelings of
belongingness and acceptance
An effective orientation program results in
higher productivity and fewer infractions of rules,
regulations or policies.
INDUCTION
o Takes place before the employee performs his/
her job wherein the
Personnel Section Manager provides information
on the mission, vision, philosophy goals and
objectives of the organization/institution,
organizational structure, policies on hiring,
salaries, benefits, rules of conduct and safety or
fire programs
o These information are usually found in the
employee’s handbook wherein he is required to sign
this handbook as evidence that he has received it.
ORIENTATION IN THE NURSING SERVICE
o Usually done in the conference room or training
room of the nursing
service where the members of the training staff
conduct this conference.
o In the absence of training division, Clinical
managers or Chief nurses conducts the orientation
of new nursing personnel. The training staff, clinical
manager, head nurse acts as a mentor to the new
employee and instill values and attitudes that each
position requires. They are leading by Example.
o Starts with the vision, mission, philosophy and
objectives of the nursing service, hospital policies
on selection, hiring, promotion, transfer, dismissal,
review of job descriptions and updating license are
explained
o Induction to unit personnel, unit policies, nursing
standards of practice and nursing procedures.
o Tour of the new employee around the hospital and
unit where she will be assigned will be done.
A preceptor together with the new employee
observes nursing activities, joins medical/nursing
rounds and observes turn of shift endorsements.
They are also given opportunities to observe
experience nurses by “shadowing” or being the “big
sister” or “buddy” to the next employee.
This can establish camaraderie and feelings of
belongingness and acceptance and helps new
employees develop confidence in their duties and
responsibilities in the shortest time possible.
o On the second week, depending on his
evaluation, new employee assumes greater
responsibilities and may be given 75-80% of staff
nurse functions by Clinical Manager/Head Nurse.
B. In-Service Education
Includes all job instructions that are given to
enhance the employee’s recent job performance.
It is a planned educational experience provided
by the employer/agency with the purpose of
assisting the employee to perform more effectively
both as a persona and as a worker.
Purpose: enable employees to move from
satisfactory to excellent performance in the present
job or to achieve promotion to a position with higher
responsibilities. It provides experience of new
concepts, innovations, product application or
acquisition of increase expertise.
Examples include team building, values re-
orientation, infection control, documentation,
medication updates, case presentation, journal
meeting, ECG monitoring
Management Training or Supervisory
Development Training Programs are designed to
train employees who have potential for leadership in
supervisory or managerial positions.
Nurses are also given opportunities to attend
seminars or programs conducted by other agencies
or associations or even conferences of other
departments within the same institution.
C. Continuing Education
Continuing education programs are usually
accredited by the Professional
Regulation Commission (PRC) with corresponding
contact hours/units that are used when renewing
licensure card.
Professional Regulations Commission (PRC)
started to require CPD units for renewal after
Republic Act 10912 or the Continuing Professional
Development Act of 2016 was enacted into law.
PRC then issued Resolution No. 1032 or
Implementing Rules and Regulations (IRR) for CPD
Law.
Initially, nurses were required 45 CPD units for
the 3-year renewal cycle or 15 units per year. But
due to public backlash, stakeholders had to
reconsider the guidelines and come up with some
amendments.
 On February 27, 2019 PRC and CPD
Councils came up with IRR Amendments
through Resolution No. 2019-1146 which
take effect March 1. Here are the salient
points in the amendments:
o PRC provides a “transition period” for
professional to comply the unit requirements.
During this transition period the following
shall be observed:
a) Professionals working overseas (OFWs)
will not be covered by the CPD requirement.
b) Newly licensed professionals shall not be
covered by CPD requirement for the first
renewal cycle after obtaining their license. c)
The various CPD Councils shall reduce the
required CPD credit units to a minimum,
which shall not be more than 15, as provided
for under applicable laws.
Professionals who lacked CPD units but
were able to renew through an Affidavit of
Undertaking shall only comply with the
required number of units as amended
pursuant to this Resolution equivalent to not
more than 15 credit units.
Nurses need to attend programs
accredited by CPD Council to earn units.
These may include: Formal learning,
Nonformal learning, Informal learning, Self-
directed
learning, Online learning activities,
Professional work experience.
These CPD programs are usually offered
by nursing organizations such as Philippine
Nurses Association (PNA), Association of
Nursing Service Administrators of the
Philippines (ANSAP), Critical Care Nurses
Association of the Philippines, Inc. (CCNAPI),
Ang Nars and other accredited providers.
They need to be accredited by PRC for
formal number of units/hours for CPD.
C. SpecialtyCourses
The Program is a system of developing
and certifying nurses based on a set of
standard competencies in both basic and
specialty areas.
The components of the certification include
competency assessments of self and
workplace, competency-based learning
interventions and accreditation of providers.
The Department of Health (DOH) today
launched its certification program for nurses
in eleven specialty areas such as
cardiovascular,
renal,
pulmonary,
mental health,
maternal and child, infectious
diseases, orthopaedic
rehabilitation,
trauma and emergency, operating
room, and
anesthesia care.
Courses at selected DOH Specialty
hospitals:
cardiovascular nursing at the Philippine
Heart Center (PHC);
renal nursing at the National Kidney and
Transplant Institute (NKTI);
pediatric nursing at the Philippine
Children’s Medical Center, National
Children’s Hospital;
pulmonary nursing at the Lung Center of
the Philippines;
mental health nursing at the National
Center for Mental Health.
D. Formal Education
Career development in nursing consists
of formal academic instruction in a
defined program of higher education,
licensure, professional continuing education,
certification, and advanced practice
academic degrees at the master's
and doctoral levels.
As required by PNA Act of 2002, RA 9173,
specifies that nursing administrators
and those engaged in nursing education and
training programs should have
Master’s Degree in Nursing (MAN).
Nurses are encouraged to attend formal
schooling in Graduate Schools, not just
for promotion but also for career development.
Specialization in nursing occurs at the
master's level. Master's programs prepare
leaders for advanced practice nursing as clinical
nurse specialists (CNS), nurse practitioners (NP),
certified nurse-midwives (CNM), certified
registered nurse anesthetists (CRNA),
administrators, teachers, and consultants.
Courses in nursing and other science disciplines
provide advanced theoretical knowledge,
assessment skills, role and leadership
development, advanced clinical practice in a
selected specialization, and the opportunity to
critique and apply nursing theory and research
as a scientific base for nursing practice.
PROFESSIONAL ADVOCACY
The American Nurses Association (ANA)
believes that advocacy is a pillar of nursing.
Nurses instinctively advocate for their patients, in
their workplaces, and in their communities; but
legislative and political advocacy is no less
important to advancing the profession and
patient care.
Nurses need essential skills in order to be
successful in patient advocacy .Nurse
According to a 2017 paper in Nursing
Management, key characteristics of ethical
leaders include courage, compassion, and trust
in their intuition.
advocates need leadership, negotiating, and
decision-making skills to work with medical
teams, legal entities, and families in championing
the patient. They need to know the laws and
regulations impacting health care and patient
treatment options. They also need strong
communication skills and empathy when working
with patients and understanding their unique
situations.
ANA offers the information, tools, and
resources that nurses need to become effective
advocates. Through championing the nursing
profession, nurses give a voice to the
essential role that they play in advancing access
to high-quality, affordable care. With energetic
participation in advocacy, every nurse can help
the profession to improve and move to higher
levels.
JOURNAL SHARING AND REACTION ON
SHARED GOVERNANCE
Reflective journaling is a term that refers to
documenting your ideas, personal thoughts and
experience through writing.
Reflective writing is a valued tool for teaching
nursing students and for documentation,
support, and generation of nursing knowledge
among experienced nurses. Expressive or
reflective writing is becoming widely accepted in
both professional and lay publications as a
mechanism for coping with critical incidents.
Reflective journaling is a comfortable medium
for nurses to be more open about their journey
and experience. Nurses can choose to write a
scientific type of reflection, or introspective – that
which relates to their thoughts, feelings and
beliefs about their
experience. Introspection can help increase self-
confidence, creativity and the joy of learning in
an environment that is open, honest and
nonjudgmental.
Reflective journaling can also be a great way
to map a nurse’s progress and achievements in
his or her nursing/clinical education as well as in
their career. It lets them look back and analyze
thought patterns, which in turn would help them
to value their own learning and growth progress.
A. Adult Learning Theory
Developed by Knowles (1970), also called
Andragogy or Adult learning.
Pediatric learning is called pedagogy. Knowles
suggested that the point at which an individual
achieves a self-concept of essential self-directions
is the point at which he or she psychologically
becomes an adult.
Adult learners are mature, self-directed people
and are focused toward solving problems that
exists in their immediate environment. Adult
learners need to know why they need to learn
something before they are willing to learn it.
This type of learning is used in staff
development programs which is based on the
individual’s needs.
C. Social Learning Theory
Suggests an individual learns from social
interactions in a social context.
Teamwork and mental model development in Los
Albert Bandura believed that direct reinforcement
could not account for all types of
learning and that most people learn their behavior by
direct experience and observation. (Observational
Learning or Modeling)
Four Process involved in social learning:
o 1. People learn as a result of direct experience of
the effects of their actions o 2. Knowledge is
frequently obtained through vicarious experiences like
observation of someone’s actions.
o 3. People learn by judgments voiced by others
especially when vicarious
experience is limited
o 4. People evaluate the soundness of the new
information by reasoning
through inductive and deductive logic. Learning
Concepts
o Readiness to learn maturational and experiential
factors in learner background that influence learning
Maturation the learner has received the
prerequisites for the next stage of learning
Experiential factors skills previously acquired that
are necessary for the next stage of learning
o Motivation to learn – learners are informed in
advance about the benefits of learning specific
content, they are likely motivated to attend the
training sessions and learn. Telling employees how
this conference will benefit them personally can
motivate them to participate.
o Reinforcement – because learner’s first attempt is
often unsuccessful, good preceptor are essential to
reinforce desire behavior. Once behavior is learned, it
needs continual reinforcement until it becomes
internalized
o Task learning – learning complex tasks is facilitated
when tasks are broken into parts from simple to
complex.
o Transfer of learning – goal of training is transfer new
learning to work settings. Hence, there should first be
similarity between training context and job, next,
adequate practice is mandatory, overlearning is
recommended.
o Span of memory – effectiveness of staff
development activities depends of some extent on
ability of participants to retain information.
o Chunking – occurs when two independent
information are presented then grouped together as a
whole.
o Knowledge of results – must be automatic,
immediate and meaningful to the task at hand
EVALUATION OF STAFF DEVELOPMENT
ACTIVITIES
Staff development activities involved
participation from many departments and are
needed to be evaluated for its effectivity.
Four criterial in evaluation of staff development:
a. Learner’s Reaction how did the learner
perceive the orientation?
b. Behavior Change what behavior change
occurred as a result of the learning? c.
Organizational impact – examples – assessing
quality of care, medication errors, accidents,
quality of clinical judgment, turnover and
productivity
d. cost – effectiveness – most neglected aspect
of accountability. All staff development
activities should be evaluating for quality
control, impact on the institution and cost
effectiveness.
SHARED RESPONSIBILITY FOR
IMPLEMENTING EVIDENCE-BASED PRACTICE
Evidence-based practice (EBP) is the
process of collecting, processing, and
implementing research findings to improve
clinical practice, the work environment, or
patient outcomes.
According to the American Nurses
Association (ANA), nursing interventions should
be practical, methodical decisions based on
EBP research studies. Utilizing the EBP
approach to nursing practice helps us provide
the highest quality and most cost-efficient
patient care possible.
When evaluating EBP nursing research
studies, focus on these four criteria:
validity—the legitimacy, accuracy, and
soundness of all aspects of the study
reliability—the extent to which a
measurement's result is consistent
relevance—the logical connection between
two ideas, tasks, or events
outcome—the conclusions reached through
the process of research.
Facilitating EBP is a shared responsibility of
the professional nurse, the organization, leader-
managers and the education or staff
development department.
The management team should set the example
by supporting and acknowledging nurses who
participate in, publish, or otherwise share new
EBP research data that may benefit
nurses and patients in their facilities and the
community. As the field of nursing continues to
evolve, nurses must become proficient in
evaluating, participating in, and sharing EBP
research with our healthcare team to improve
clinical practice and patients' outcomes.
SOCIALIZATION AND RESOCIALIZATION
Socialization – learning of behaviors that
accompany each role by instruction,
observation and trial and error
First socialization to nursing role occurs
during nursing school and continuous
after graduation.
Reality Shock – occurs when the gaps in
academic and practice expectations
provide fertile ground for the new graduate to
feel overwhelmed, conflicted and
frustrated.
Anticipatory Socialization – helps ease
transition of roles of new graduates to
professional roles by building opportunities for
sharing and clarifying values and
attitudes about nursing role into orientation
programs.
Role Overload – occurs when new
employees or graduates have difficulty in
the transition of roles and responsibilities.
Managers should recognize the intensity of
new nurse’s practice experience and
encourage them to have a balance life, foster
environmental that has zero tolerance to
disrespect and strive to create a work
environment that fosters interdependency of
physical and nursing staff creative work
relationships.
Internship – also known as extended
orientation can help in the transition of new
employee’s job working environment. Lasts from
6 weeks to 6 months.
Nurse Residencies – longer internships usually
have preceptors to help them
in patient Marquis & Huston, (2017).
Resocialization – experience individuals are
forced to learn new values, skills, attitudes and
social rules as a result of changes in the type of
work they do, scope of responsibility they hold
and work setting itself.
Example: transition from expert to novice is
very difficult because they no
longer find their jobs very challenging
Familiar to unfamiliar transitions are also
difficult for employees like learning a
new computer program for charting and
medication.
Managers of departments that receive
frequent transfers should prepare for
special orientation for experienced nurses
transferring to the department. Values and
attitudes may be a source of conflict as nurses
learn new roles.
SOCIALIZATION AND ORIENTATION OF NEW
MANAGERS
Often neglected in the organization.
There is growing recognition that good
managers do not emerge from the work
force without a great deal of conscious planning
on the part of the organization
Short orientation by outgoing managers allows
newly appointment managers to gain control of
the unit quickly and establish his/her own
management style.
Every new manager needs guidance, direction
and continued orientation and
development during the first year in this new role.
Sources of direction:
o New manager’s immediate superior o Group of
the new manager’s peers o Mentor
Nurses moving into positions of increase
responsibility also experience roles stress created
by role ambiguity and role overload.
Role ambiguity – the stress that occurs when
the job expectations are unclear
Role overload – major stress for nurse
managers when the demands of the role
are excessive.
WEEK 14: FILIPINO MANAGEMENT STYLES
AND UNDERSTANDING FILIPINO VALUES
BACKGROUND
Most Filipino companies are hierarchically
structured and local employees would look to
a strong hierarchy. Decision will emanate from
the top and filtered down to middle
management for implementation. It is
imperative to have good contact at this level.
Much
time can be wasted trying to influence people
lower down the chain who are not really
decision makers. Championing such concept
as delegation may be viewed with suspicion.
It is important that senior level contacts are not
insulted by being asked to receive lower
ranking representative. It is important,
however, to develop contacts at all levels of an
organization at the top for decision making
purposes, and lower down for when programs/
projects begin
STYLES OF FILIPINO MANAGEMENT AS
PRACTICED IN THE PHILIPPINES
Management style tends towards the
paternalistic as is often found in strongly
hierarchical structures. People are extremely
careful to ensure that others do not suffer
embarrassment or any sense of shame as a
result of their own actions or their inability to
meet the expectations of others. It is consider
to be very bad behaviour to criticize another in
public as this is the greatest insult that can be
given.
Familism, the needs of the family as a group is
more important than the needs of any
individual family member. Personalism, it is the
emphasis Filipinos give to interpersonal
relation or face to face encounters.
Emotionalism, the tendency to display emotion
freely or to rely on, or place to much value on
emotion.
Five Styles of Filipino Management
a. On Teams
The concept of “pakikisama” is so strongly
programmed into the Filipino consciousness. It
is extremely important to be aware of the
sense of “face” of every member of a group
because an insult to one could be construed
as an insult to all. Teams
expect to be clearly led by the manager and
the manager is expected to act as the
champion of the group in all situations .
b. On Communication Styles
Communicating in the Philippines is extremely
easy for many Western business people.
Filipinos would rather say “yes” even if they
mean “no” and smiles at you the hole time. It is
dangerous to take everything you hear at face
value. Look for the coded message behind the
words that are spoken. In addition to the use of
coded-language, Filipino body language can
also be misleading.
c. On Meetings
Time can be very elastic, the meeting start time
will be delayed. Meetings will usually start with
quite a lot of small talk. Filipinos tend to be
extremely non-confrontational. Meetings
seems to be progressing very well if people are
not openly contradicted.
d. On Gift Giving
Take a supply of small gifts with you to help oil
the progress of the relationship- building
process (the gift should be wrapped).
e. On Dress Code
Dress code tends to be reasonably formal.
Clothing is pack lightweight

Five Types of Filipino Managers (by Ernesto A.
Franco)
A. Manager by Kayod (Realist)
Kayod is a Filipino term that means to sweat it out
or to give oneself to hardwork.
He cuts down problems into manageable size; a
fast decision maker, impatient and shrewd. He
dedicated highly. He knows how to use people
and his manners are rather
formal and that of an introvert, He is a serious
worker and will not give in to bribing or any
anomalous deals, does firsts things firsts.
B. Manager by Lusot (The Opportunist)
Lusot means capitalizing on a loophole. He
always be on the lookout for loopholes of
anything and will use them to avoid too much
work or as an excuse for failure. He is also given
to make shortcuts and to do unconventional or
even illegal ways to attain objectives, Generally an
extrovert, he deals with people informally and like
to resort to shaky deals to achieve easy
settlement.
C. Manager by Libro (The Idealist)
Libro is a Spanish word for book. This manager
literally goes by the book. He is thinker, cautious,
planning oriented, strive for professional
performance, stubborn, seeks quality results and
has high ideals. He usually has adequate formal
training in management.
D. Manager by Oido
Oido comes from Spanish word “oir” or “to
listen”. The Manager learns his managerial skills
by oido or by ear. He has a vast field of practical
experiences to compensate for his lack of formal
management education. He is the opposite of
“libro” manager.
E. Manager by Ugnayan
A hybrid of all types of managers. Tie integrates
various styles of management
depending on the need and conditions of his
organization. He is participatory and coordinative.
Characterize each of the Management Practices
How do they take in people
a. The manager by Kayod (realist) applies the Man
in the jungle method.
b. The manager by Libro (idealist) opts for high
quality candidates with suitable degrees and
training.
c. The manager by Lusot (opportunist) headhunts.
d. The manager by Ugnayan (reconciler) gets
partly experienced applicants, tries them out and
screens them meticulously.
How do they act during implementation
a. Manager by Kayod (does-evaluates-plans a
little-does)
b. Manager by Libro (plans a lot-does-evaluate-
replans a lot)
c. Manager by Lusot (plans-does-again and again)
d. Manager by Ugnayan (evaluates-plans-does
and at the same time,evaluates again)
Styles of Filipino Management based on
experience and observation.
1. Management by Pakiramdam
Pakiramdam is a management style that relies on
subordinates’ anticipation of the boss’s work
requirements. This type of passive leadership
motivates employees through being friendly or
feeling the other with the staff. This is because
this style does not provide workers with guidance
required to give them sense of initiative.
Obviously, pakikiramdam results in a lack of
initiative and a dearth of innovation.
2. Management by Kulit
Kulit which refers to a superior closely observes
and controls the work of their subordinates by
checking every detail of the assignment. This
results in a lack of freedom within the workplace.
3. Management by patsamba-tsamba
Patsamba-tsamba is a style of management
that has no goals, objectives, and direct
instructions. It relies on trial and error leaving
success or failure to fate. Rather than making
rational decisions, the manager often prefers
buoyant actions that creates disaster and
disorder. This leads to confusion among
subordinates resulting to inefficient
organization on its operations.
Filipino Management Style in terms of
maintenance of the concept of “face” and
upholding an individual’s reputation.
The concept of pride or “saving face” is a big
deal in Asian work cultures. It is often
associated with Japanese workspaces but it
can also be applied in the Filipino setting.
Often, Filipinos are not very confrontational
and value their reputation. They go out of their
way to avoid losing face or being embarrassed
in public settings. Being “hiya” or “mahiyain” is
a complicated Filipino value that puts
importance on how others see you.
There will be times you will need to talk to your
Filipino team members on sensitive matters.
It’s best to do this in a discreet, courteous and
constructive manner. This will benefit your
team and the company as it allows them to
work better without feeling any level of shame
that stems from their “hiya.”
Filipino Management Style in relation to strong
relationship bonds and the concept of loyalty.
Filipino Management Style in terms of the
paternalistic and hierarchical management
structure of business set up in the Philippines.
Most Filipino companies are hierarchically
structured and local employees would look to
a strong hierarchy. Decision will emanate from
the top and filtered down to middle
management for implementation. It is
imperative to have good contact at this level.
Much time can be wasted trying to influence
people lower down the chain who are not really
decision makers. Championing such concept
as delegation may be viewed with suspicion.
Explain How the following concepts may
hasten or impede business transactions in the
Philippines;
- Bata relationship
Familism can promote loyalty given that
company goals are not in conflict with his or
her immediate family or group’s goal. Social
position and family name are important.
- Patience and the fluidity of deadlines and
timescales
Timescales and deadlines are flexible. Verbal
instruction should be accompanied by written
ones because Filipinos are often hesitant to
ask for clarifications.
- Consensus decision making
Decisions are made by the top management.
Managers guide their subordinates both in
their business and personal live.
- Concept of praise
According to Dr. Angelina Ramirez, a Filipino
worker wants to be treated as an individual
with dignity, he wants to carry an open
communication and get feedbacks from those
he work with. Every service received, favor or
treatment accomplished, has something in
return.
- Status consciousness
Need to belong to a desired social class or
status. Climbing the social ladder influenced
by money. Low-paid workers strive for an
upward socioeconomic mobility. Promotion by
seniority is better that promotion by
performance.
- Pakikisama
Social support is gained through pakikisama or
conformity to the group to make unanimous
decision.
Filipino families greatly influence patients'
decisions about health care. Patients subjugate
personal needs and tend to go along with the
demands of a more authoritative family figure in
order to maintain group harmony.
Both genders are expected to become responsible
members of the family and their society. Women in
the Philippines are expected to become caring and
nurturing mothers for their own children. Female
Filipinos are also expected to lend a hand in
household work.
Understanding Filipino Values
The Filipino values refers to the set of values that a
majority of the Filipino have historically held
important in their lives. It is an integral part of
every culture. In the Philippines, Filipino values tell
people what is good, useful, beautiful, desirable,
and many more. Filipino values may be attributed
into many influences. These can be from its
ancestors or influenced from its colonizers. Some
values are bipolar; therefore, it can be positive or
negative.
In some cases, the Spanish influences the
shape of the Filipino values today.
Although the Filipinos are very Western, the
concept in their value system are also dominated
by Southeast Asian. The people of the Philippines
are generally friendly and Harmony-seeking. For
them, family is the most important of all. Other
Filipino values would be honor, group harmony,
diplomacy, good behavior, public esteem,
courtesy, tolerance and good manners.
The Filipino values had been influenced through
many customs and traditions in the Philippines.
Utang na Loob
For the German, it will be the meaning of eternal
gratitude. It is the thankfulness to the parents. It is
also describing as the guilt from the birth to help
the parents, to obey them and to show them love
and respect. This is justified by the fact that we
would not be in
the world without them.
Mano po
It is understood as a sign of respect for the elderly
(especially for the lolos and lolas). I also
experience this value from the Filipino children
when I visited a Filipino family in the Philippines.
Mano po is considered as tradition and passed by
generation in the Philippines.
Lolo and Lola = grandfather and grandmother
Pakikipagkapwa-tao
This is the shared sense of identity and
consciousness of the ‘other’. It is treating others
with the respect and dignity as an equal rather
than someone below the individual.
The 21st century Filipinos exemplify the five
modern Filipino values namely; pananalig,
katapatan, pag-aaruga, kasipagan, and tibay ng
loob. All professionals should possess good
values that might help and even influence their
clients. Nursing is being considered as one of the
noblest professions. https://www.dlsu.edu.ph/wp-
content/uploads/pdf/conferences/research-
congress-proceedings/2014/LCCS/LCCS-I- 001-
FT.pdf
Cultural health beliefs affect how people think
and feel about their health and health problems,
when and from whom they seek health care, and
how they respond to recommendations for lifestyle
change, health-care interventions, and treatment
adherence
These include initiation, birth and death rites;
arranged marriages, female genital mutilation,
circumcision and various iterations of cleansing
rituals associated with the body and mind.
Both health professionals and patients are
influenced by their respective cultures. ...
Demonstrating awareness of a patient's culture
can promote trust, better health care, lead to
higher rates of acceptance of diagnoses and
improve treatment adherence.

“These challenges are diverse and include
insecurity to engage with
patients, misunderstanding of patients, more
directive communication, negative impacts on
shared decision making, more time-consuming
communication, perceived power distance
between patients and physicians, etc.,” the
researchers reported.
In a study of Gandeza & Ordonez 2004,
Filipino culture continue to influence the
patients’ health beliefs, behaviors, and
practices. Instead of being a disadvantage, this
enhances their cultural competence, because
understanding one’s own culture facilitates
understanding that of others. Together with
their flexibility and adaptability, their open
attitude to learn and understand others can
only lead to increasing confidence and
satisfaction of the patient. As hardworking
health care professionals, Filipino nurses have
made a name for themselves and have
achieved professional success as supervisors,
managers, hospital administrators, and
entrepreneurs. Many Filipino nurses are
seeking
higher education; others hold executive-level
positions in hospitals and academia. As a
result, Filipino nurses are being recognized for
their contributions in various arenas.
What are Filipinos known for?
The term kapwa, or a shared inner self, lies at
the core of Filipino values and psychology. A
person who treats another as a kapwa has a
shared sense of identity and consciousness
with that other person.
Both at the individual and community level,
strong emphasis is placed on social
acceptance and maintaining social harmony.
As such, social approval and caring about
what others will think, say, or do strongly
influence social behavior.
Here are some of the values that Filipinos are
known for:
The family
The family is at the center of the Filipinos
community. Children are not expected to
leave their parents’ house until they get
married; and even after then, many couples
opt to stay with or close to their or their
spouse’s parents.
Also, they’re expected to care for their aging
parents instead of sending them to a
retirement home. This is why it’s common to
see different generations or multiple families
living in a single residence.
The value that Filipinos put into caring for
one’s family can also be seen as one of the
reasons why nurses and caregivers from the
country provide their patients and clients with
a high level of care.
Humor and positivity
Optimism, humor, and positivity are valued
traits in the Philippines. The country has a long
list of national holidays, and many provinces
and cities have their own sets of local
holidays. At the same time, in the face of
difficult or challenging situations, members of
the community are encouraged to look at the
brighter side of things.
The inclination for finding the good in the bad
can be traced to the country’s location, which
lies in the path of typhoons and sits along the
Pacific Ring of Fire. In a place where natural
calamities are commonplace, humor and
positivity work as a coping mechanism, much
like how some children laugh to hide their
embarrassment after slipping or falling.
WEEK 15: TELECONFERENCING, E-HEALTH
Flexibility and adaptability
AND SOCIAL MEDIA
The term bahala na, which can be translated to
“whatever happens, happens”, is one of the
BACKGROUND
more familiar phrases used in the country.
Teleconferencing is the umbrella term for
It is perhaps the most representative of how
connecting two or more participants
Filipino’s value adaptability and quick thinking.
electronically. The term is mostly used to
The expression exemplifies one’s belief in a
describe a telephone meeting between more
higher power and submitting one’s fate to
than two people. Teleconferencing is a more
elements that cannot be controlled.
sophisticated alternative to a two-way long-
People who use the term bahala na do not see
distance phone conversation (usually allowing
anything wrong with it, as it serves as a sort of
more than two participants).
positive affirmation that allows them to deal with
a problem right then and there.
One example of a teleconference in its
However, those who see it as a negative Filipino
simplest form might be an audio conference
trait often view it as a form of fatalistic
call between two separate locations, with more
submission or a way to absolve one from the
than one person on either end speaking into a
responsibility of their actions.
speakerphone.
How teleconferencing works
Faith and religion
Teleconferencing is the exchange of information
Spirituality is deeply ingrained in Filipinos. A form
between two physically distant parties. In
of animism was already being practiced in many
recent years, computer telephony has
pre-colonial societies and Islam has been firmly
developed to improve the teleconferencing
established in the southern islands even before
experience for business users significantly.
the pre-Hispanic era.
Participants connect to a call by dialing a
These days, religion still plays a big part in
designated phone number. Alternatively,
society and the everyday lives of Filipinos.
an operator might call each participant
The Catholic Church’s views still affect the
individually to connect them via the conference
passing of some laws, most towns still hold
bridge (or audio bridge). The conference bridge
fiestas to honor their patron saints, and many
is a server that acts as a telephone handset to
regular non-working national holidays are
answer all phone calls simultaneously. Certain
dedicated to celebrating various religious
telephony systems might require callers to key
activities and events.
in login and personal ID number to connect to
To many Filipinos, religion helps shape their
the call, allowing for better confidentiality and
values and principles.
security.
Filipino hospitality
Filipinos are naturally hospitable. Guests can be
Types of Teleconference
expected to extend a warm welcome to their
While there are several different methods for
guests regardless of where they come from, how
conducting a teleconference, we’ll stick to the
well they know their host, and why they’re
two most common audio and video practices.
visiting someone’s home.
Audio Conferencing
Hosts typically provide their guests with food
An audio teleconference is a voice-only virtual
and entertainment and, if there’s time, a tour
meeting. These meetings are conducted much
around the local destinations.
in the same way as a normal telephone call but
Before they leave, guests are entreated to take
can host more than two participants on one
home pasalubong or souvenirs, which often
phone call. Often called a ‘conference call’, this
come in the form of delicacies and local sweets.
method can interactively connect multiple caller
participants, who can ‘dial in’ from across
several locations via their telephone lines.
Most landline teleconferences have the
capacity to host up to one hundred callers.
That number is even higher for VoIP
conferencing services, so audio conferencing is
often used by businesses as a cost-effective
and efficient way to host meetings remotely
and at scale.
Another advantage of audio conferencing is
that callers can dial in and participate without
the need for an internet connection, meaning
businesses can connect those on the move or
in remote areas without experiencing significant
disruption to the meeting. Those using a
traditional landline telephone system would still
be able to dial in and even host an audio
teleconference.
That means anyone can join an audio
conference using any device that supports
modern telephony. Nowadays, callers can dial
in from a landline, any mobile device, or a
computer. Making use of this flexibility means
teams can connect even when they are
frequently on the move.
Video Conferencing
A video teleconference combines audio and
video to deliver more visual calls. Video
conferencing allows participants to see each
other, allowing callers to experience a more
immersive meeting similar to a face-to-face, in-
person meeting. Due to the higher bandwidth
requirements and the sophistication of the
equipment, video conferencing has
only become commonplace in more recent
years.
Historically, these video teleconferences
required IT support and a dedicated room with
screens on each end for callers to meet via
video conferencing technology. It is common for
participants to use their mobile device to
connect to a video conference call. Still, for the
most part, connection via a laptop or computer
is commonplace.
With video conferencing, most services have the
capacity to allow over 100 participants in each
session, meaning video teleconferencing is an
effective way for large and small teams to meet
in real-time.
Meetings can be conducted with one-way video
and two-way audio, two-way video and two-way
audio or a combination that suits the meeting
content requirements. This
flexibility allows users to deliver various
teleconferences, including webinars, web
conferences, interactive meetings, brainstorms,
or even online training and classrooms.
Advanced features and functions of more
modern telecoms technology allow the meeting
host to use capabilities such as screen sharing,
whiteboards, and live file sharing, meaning no-
one will need a printed document on the day.
These functions make video teleconferencing
the ideal way to deliver a live presentation or
seminar, for example, enabling speakers to
share presentation slides, video clips and any
other visual aids.
Different types of video teleconferencing
software can enable the following examples of
online conferencing benefits:
Upload and deliver PowerPoint
presentations
Transmit live video using a webcam, or still
imagery for two-way or one-way
conferences, meetings, and webinars.
Use a virtual whiteboard to make notes,
brainstorm or annotate
Annotate images and diagrams in real-time
Host or moderator screen sharing
Document and file sharing
Public and private instant messaging
between participants on the call
How to run an effective teleconference?
Whether you choose conference calls or video
calls as your teleconferencing method, there are
ways to iron out glitches and make the most of
the time allocated for your meeting. We’ve put
together a few pointers to keep teleconference
meetings on- topic, collaborative and
productive.
1. Make your meeting count, and set an
agenda.
In a working environment where attention is
increasingly limited, business leaders need to
consider each meeting’s specific purpose,
objectives, and desired outcomes and set an
agenda to that end. Include points of
discussion, attendees (so participants know that
their presence is required), outline a time frame
and a clear objective, distributing it to those you
expect to attend. Non-attendance is common
when hosting an online meeting or conference
call, and without a set agenda, hosts run the risk
of participants not turning up on the day.
Make it clear why you expect your invitees to
attend, outlining why their attendance is needed
and what they might gain from the meeting.
Make your meeting content as engaging as
possible; keep it brief, stick to the agenda and
make it count.
2. Practice using the technology ahead of the
meeting
Preparing for your meeting doesn’t necessarily
mean running through your slides again. When
using new and advanced technology, or even
just a feature you haven’t used before, make
sure you familiarize yourself with the platform to
ensure you know your way around on the day of
your meeting.
Be sure to access the meeting platform from an
audience member perspective, so you can
guide attendees through the process if they
have trouble connecting to the call.
Make sure you have sufficient bandwidth for
your meeting on the day. Conduct your meeting
from a location where you will get the best
possible connectivity to support multiple
audience members. Allow a little time at the
beginning of your meeting to enable users to
connect, giving you a buffer for inevitable time
delays and connection challenges.
3. Share key documents ahead of time.
Ideally, sharing documents ahead of the
meeting with the agenda where possible can
aid your meeting’s productivity. Encourage
participants to read through any essential
content ahead of the session to understand the
meeting’s context from the outset.
This will help you reach the core objective for
your meeting more efficiently, provoking more
relevant discussions and questions to help
other participants give insight, troubleshoot, or
brainstorm effectively.
4. Beconsciousofnoisedisruption.
It’s important to consider whether your location
is appropriate for a teleconference. As well as
making a note of the natural light source (for
video teleconferences), it’s important to be
aware of any noise disruptions that could occur,
and plan accordingly for this.
It’s not a good idea to host a call from a busy
café or any public space, even if their excellent
WiFi connection tempts you. Think twice about
using a co-working space too, as these can
often be just as disruptive.
A home office with a suitable broadband
internet connection is often a good choice for
hosting a conference call or video call. However,
If you live with others, make them aware of the
call’s timings to help them avoid interrupting
you accidentally. If you have a pet, try to make
sure they’d be in a separate room at the time of
your call and close the door if
possible.
If you host calls frequently, consider investing in
a headset. A good headset microphone will help
you eliminate much background noise, meaning
you hear your participants better and hear you
more clearly.
5. Remember to record your meeting.
Gone are the days when junior team members
had to write, compile, and distribute extensive
meeting minutes.
With the advanced technology available to us,
the chances are your teleconferencing solution
will allow you to record the entirety of your
meeting. That means, those that attended the
meeting can review and revise any meeting
content, and those that didn’t make it can
catch-up at a time that suits them.
While minute taking still has its place,
teleconferencing technology allows you to save
time and resource by simply recording the call.
Be sure to let participants know ahead of the
call if you plan to record it and remember to
send the link to your invitees after the session
has finished.
e-Health
Everybody talks about e-health these days, but
few people have come up with a clear definition
of this comparatively new term. Barely in use
before 1999, this term now seems to serve as a
general "buzzword," used to characterize not
only "Internet medicine", but also virtually
everything related to computers and medicine.
The 10 e’s in “e-Health”
1. Efficiency-oneofthepromisesofe-
healthistoincreaseefficiencyinhealthcare,
thereby decreasing costs. One possible way of
decreasing costs would be by avoiding
duplicative or unnecessary diagnostic or
therapeutic interventions, through enhanced
communication possibilities between health
care establishments, and through patient
involvement.
2. Enhancing quality of care-increasing efficiency
involves not only reducing costs, but at the same
time improving quality. E-health may enhance the
quality of health care for example by allowing
comparisons between different providers, involving
consumers as additional power for quality
assurance, and directing patient streams to the best
quality providers.
3. Evidence based - e-health interventions should be
evidence-based in a sense that their effectiveness
and efficiency should not be assumed but proven by
rigorous scientific evaluation. Much work still has to
be done in this area.
4. Empowerment of consumers and patients - by
making the knowledge bases of medicine and
personal electronic records accessible to consumers
over the Internet, e-health opens new avenues for
patient-centered medicine, and enables evidence-
based patient choice.
5. Encouragement of a new relationship between
the patient and health professional, towards a true
partnership, where decisions are made in a shared
manner.
6. Education of physicians through online sources
(continuing medical education) and consumers
(health education, tailored preventive information for
consumers)
7. Enabling information exchange and
communication in a standardized way between
health care establishments.
8. Extending the scope of health care beyond its
conventional boundaries. This is meant in both a
geographical sense as well as in a conceptual sense.
e-health enables consumers to easily obtain health
services online from global providers.
These services can range from simple advice to
more complex interventions or products such a
pharmaceutical.
9. Ethics - e-health involves new forms of patient-
physician interaction and poses new challenges and
threats to ethical issues such as online professional
practice, informed consent, privacy and equity
issues.
10.Equity - to make health care more equitable is
one of the promises of e-health, but at the same
time there is a considerable threat that e-health may
deepen the gap between the "haves" and "have-
nots". People, who do not have the money, skills,
and access to computers and networks, cannot use
computers effectively. As a result, these patient
populations (which would actually benefit the most
from health information) are those who are the least
likely to benefit from advances in information
technology, unless political measures ensure
equitable access for all. The digital divide currently
runs between rural vs. urban populations, rich vs.
poor, young vs. old, male vs. female people, and
between neglected/rare vs. common diseases.
Social Media
Social media refers to the means of interactions
among people in which they create, share, and/or
exchange information and ideas in virtual
communities and networks. The Office of
Communications and Marketing manages the main
Facebook, Twitter, Instagram, LinkedIn and YouTube
accounts.
Social media is a computer-based technology
that facilitates the sharing of ideas, thoughts, and
information through the building of virtual networks
and communities.
The largest social media networks include
Facebook, Instagram,
Social media typically features user-generated
content and personalized profiles.
Social media originated as a way to interact with
friends and family but was later
adopted by businesses that wanted to take
advantage of a popular new communication
method to reach out to customers. The power of
social media is the ability to connect and
share information with anyone on Earth, or with
many people simultaneously.
WEEK 16: CORE VALUES OF A PROFESSIONAL
NURSE
BACKGROUND
Most Filipino companies are hierarchically
structured and local employees would look to a
strong hierarchy. Decision will emanate from the
top and filtered down to middle management for
implementation. It is imperative to have good
contact at this level. Much time can be wasted
trying to influence people lower down the chain
who are not really decision makers. Championing
such concept as delegation may be viewed with
suspicion.
It is important that senior level contacts are not
insulted by being asked to receive lower ranking
representative. It is important, however, to
develop contacts at all levels of an organization
at the top for decision making purposes, and
lower down for when programs/projects begin
STYLES OF FILIPINO MANAGEMENT AS
PRACTICED IN THE PHILIPPINES
Management style tends towards the
paternalistic as is often found in strongly
hierarchical structures. People are extremely
careful to ensure that others do not suffer
embarrassment or any sense of shame as a
result of their own actions or their inability to
meet the expectations of others. It is consider to
be very bad behaviour to criticize another in
public as this is the greatest insult that can be
given.
Familism, the needs of the family as a group is
more important than the needs of any individual
family member. Personalism, it is the emphasis
Filipinos give to
interpersonal relation or face to face encounters.
Emotionalism, the tendency to display emotion
freely or to rely on, or place to much value on
emotion.
Five Styles of Filipino Management
a. On Teams
The concept of “pakikisama” is so strongly
programmed into the Filipino consciousness. It is
extremely important to be aware of the sense of
“face” of every member of a group because an
insult to one could be construed as an insult to
all. Teams expect to be clearly led by the
manager and the manager is expected to act as
the champion of the group in all situations.
b. On Communication Styles
Communicating in the Philippines is extremely
easy for many Western business
people. Filipinos would rather say “yes” even if
they mean “no” and smiles at you the hole time.
It is dangerous to take everything you hear at
face value. Look for the coded message behind
the words that are spoken. In addition to the use
of coded-language, Filipino body language can
also be misleading.
c. On Meetings
Time can be very elastic, the meeting start time
will be delayed. Meetings will usually
start with quite a lot of small talk. Filipinos tend
to be extremely non-confrontational. Meetings
seems to be progressing very well if people are
not openly contradicted.
d. On Gift Giving
Take a supply of small gifts with you to help oil
the progress of the relationship- building process
(the gift should be wrapped).
e. On Dress Code
Dress code tends to be reasonably formal.
Clothing is pack lightweight
Five Types of Filipino Managers (by Ernesto A.
Franco)
A. Manager by Kayod (Realist)
Kayod is a Filipino term that means to sweat it
out or to give oneself to hardwork.
He cuts down problems into manageable size; a
fast decision maker, impatient and shrewd. He
dedicated highly. He knows how to use people
and his manners are rather formal and that of an
introvert, He is a serious worker and will not give
in to bribing or any anomalous deals, does firsts
things firsts.
B. Manager by Lusot (The Opportunist)
Lusot means capitalizing on a loophole. He
always be on the lookout for loopholes
of anything and will use them to avoid too
much work or as an excuse for failure. He is
also given to make shortcuts and to do
unconventional or even illegal ways to attain
objectives, Generally an extrovert, he deals
with people informally and like to resort to
shaky deals to achieve easy settlement.
C. Manager by Libro (The Idealist)
Libro is a Spanish word for book. This
manager literally goes by the book. He is
thinker, cautious, planning oriented, strive for
professional performance, stubborn, seeks
quality results and has high ideals. He usually
has adequate formal training in management.
D. Manager by Oido
Oido comes from Spanish word “oir” or “to
listen”. The Manager learns his managerial
skills by oido or by ear. He has a vast field of
practical experiences to
compensate for his lack of formal management
education. He is the opposite of “libro”
manager.
E. Manager by Ugnayan
A hybrid of all types of managers. Tie
integrates various styles of management
depending on the need and conditions of his
organization. He is participatory and
coordinative.
Characterize each of the Management
Practices
How do they take in people
a. The manager by Kayod (realist) applies the
Man in the jungle method.
b. The manager by Libro (idealist) opts for high
quality candidates with suitable degrees and
training.
c. The manager by Lusot (opportunist)
headhunts.
d. The manager by Ugnayan (reconciler) gets
partly experienced applicants, tries them out
and screens them meticulously.
How do they act during implementation
a. Manager by Kayod (does-evaluates-plans a
little-does)
b. Manager by Libro (plans a lot-does-
evaluate-replans a lot)
c. Manager by Lusot (plans-does-again and
again)
d. Manager by Ugnayan (evaluates-plans-does
and at the same time,evaluates again)
Styles of Filipino Management based on
experience and observation. 1. Management
by Pakiramdam
Pakiramdam is a management style that relies
on subordinates’ anticipation of the boss’s
work requirements. This type of passive
leadership motivates employees through being
friendly or feeling the other with the staff. This
is because this style does not provide workers
with guidance required to give them sense of
initiative. Obviously, pakikiramdam results in a
lack of initiative and a dearth of innovation.
2. Management by Kulit
Kulit which refers to a superior closely
observes and controls the work of their
subordinates by checking every detail of the
assignment. This results in a lack of freedom
within the workplace.
3. Management by patsamba-tsamba
Patsamba-tsamba is a style of management
that has no goals, objectives, and direct
instructions. It relies on trial and error leaving
success or failure to fate. Rather than making
rational decisions, the manager often prefers
buoyant actions that creates disaster and
disorder. This leads to confusion among
subordinates resulting to inefficient
organization on its operations.
Filipino Management Style in terms of
maintenance of the concept of “face” and
upholding an individual’s reputation.
The concept of pride or “saving face” is a big
deal in Asian work cultures. It is often associated
with Japanese workspaces but it can also be
applied in the Filipino setting. Often, Filipinos are
not very confrontational and value their
reputation. They go out of
their way to avoid losing face or being
embarrassed in public settings. Being “hiya” or
“mahiyain” is a complicated Filipino value that
puts importance on how others see you.
There will be times you will need to talk to your
Filipino team members on sensitive matters. It’s
best to do this in a discreet, courteous and
constructive manner. This will benefit your team
and the company as it allows them to work
better without feeling any level of shame that
stems from their “hiya.”
Filipino Management Style in relation to strong
relationship bonds and the concept of loyalty.
Filipino Management Style in terms of the
paternalistic and hierarchical management
structure of business set up in the Philippines.
Most Filipino companies are hierarchically
structured and local employees would look to a
strong hierarchy. Decision will emanate from the
top and filtered down to middle management for
implementation. It is imperative to have good
contact at this level. Much time can be wasted
trying to influence people lower down the chain
who are not really decision makers.
Championing such concept as delegation may
be viewed with suspicion.
Explain How the following concepts may hasten
or impede business transactions in the
Philippines;
- Bata relationship
Familism can promote loyalty given that
company goals are not in conflict with his or her
immediate family or group’s goal. Social position
and family name are important.
- Patience and the fluidity of deadlines and
timescales
Timescales and deadlines are flexible. Verbal
instruction should be accompanied by written
ones because Filipinos are often hesitant to ask
for clarifications.
- Consensus decision making
Decisions are made by the top management.
Managers guide their subordinates both in their
business and personal live.
- Concept of praise
According to Dr. Angelina Ramirez, a Filipino
worker wants to be treated as an individual with
dignity, he wants to carry an open
communication and get feedbacks from those he
work with. Every service received, favor or
treatment accomplished, has something in
return.
- Status consciousness
Need to belong to a desired social class or
status. Climbing the social ladder influenced by
money. Low-paid workers strive for an upward
socioeconomic mobility. Promotion by seniority
is better that promotion by performance.
- Pakikisama
Social support is gained through pakikisama or
conformity to the group to make unanimous
decision.
Filipino families greatly influence patients'
decisions about health care. Patients subjugate
personal needs and tend to go along with the
demands of a more authoritative family figure in
order to maintain group harmony.
What are Filipinos known for?
The term kapwa, or a shared inner self, lies at the
core of Filipino values and psychology. A person
who treats another as a kapwa has a shared
sense of identity and consciousness with that
other person.
Both at the individual and community level,
strong emphasis is placed on social acceptance
and maintaining social harmony. As such, social
approval and caring about what others will think,
say, or do strongly influence social behavior.
Here are some of the values that Filipinos are
known for:
The family
The family is at the center of the Filipinos
community. Children are not expected to leave
their parents’ house until they get married; and
even after then, many couples opt to stay with or
close to their or their spouse’s parents.
Also, they’re expected to care for their aging
parents instead of sending them to a
retirement home. This is why it’s common to see
different generations or multiple families living in a
single residence.
The value that Filipinos put into caring for one’s
family can also be seen as one of the reasons
why nurses and caregivers from the country
provide their patients and clients with a high level
of care.
Humor and positivity
Optimism, humor, and positivity are valued traits
in the Philippines. The country has a long list of
national holidays, and many provinces and cities
have their own sets of local holidays. At the same
time, in the face of difficult or challenging
situations, members of the community are
encouraged to look at the brighter side of things.
The inclination for finding the good in the bad can
be traced to the country’s location,
which lies in the path of typhoons and sits along
the Pacific Ring of Fire. In a place where natural
calamities are commonplace, humor and
positivity work as a coping mechanism, much like
how some children laugh to hide their
embarrassment after slipping or falling.
Flexibility and adaptability
The term bahala na, which can be translated to
“whatever happens, happens”, is one of the more
familiar phrases used in the country.
It is perhaps the most representative of how
Filipino’s value adaptability and quick thinking.
The expression exemplifies one’s belief in a
higher power and submitting one’s fate to
elements that cannot be controlled.
People who use the term bahala na do not see
anything wrong with it, as it serves as a sort of
positive affirmation that allows them to deal with
a problem right then and there.
However, those who see it as a negative Filipino
trait often view it as a form of fatalistic
submission or a way to absolve one from the
responsibility of their actions.
Faith and religion
Spirituality is deeply ingrained in Filipinos. A form
of animism was already being practiced in many
pre-colonial societies and Islam has been firmly
established in the southern islands even before
the pre-Hispanic era.
These days, religion still plays a big part in
society and the everyday lives of Filipinos.
The Catholic Church’s views still affect the
passing of some laws, most towns still hold
fiestas to honor their patron saints, and many
regular non-working national holidays are
dedicated to celebrating various religious
activities and events.
To many Filipinos, religion helps shape their
values and principles.
Filipino traditions, values, and influences
Brief Philippine history
The pre-colonial Philippines
Long before the Spanish arrived in the
Philippines, the communities in the archipelago
have been trading with what is now China, India,
Indonesia, Thailand, and Vietnam.
Its location beside continental Asia and along the
border of the Pacific Ocean provided the
archipelago’s inhabitants the chance to interact
and communicate with different
groups of people.
Some of the major influences in the country come
from India and Arabia. The Spanish occupation
The Spanish Colonial Period began with the arrival
of the Spaniards in 1521 and ended in 1898—
lasting a total of 333 years.
The islands were named The Republic of the
Philippines in 1543, in honor of King Philip II of
Spain. Christianity was also given heavy emphasis
during this time.
The American occupation and beyond
After Spain was defeated in the Spanish-American
War, the Philippines was occupied by America,
Japan, and again, America after World War II.
By 1946, the United States had ceded its
sovereignty over the country, and elections were
held to elect the first president of the independent
republic.
Languages of the Philippines
There are around 181 languages used in the
Philippines. 131 of them are considered official
languages, including Filipino and English.
It’s typical for Filipinos to grow up bilingual, and
many even speak 3 languages— English, Filipino,
plus the indigenous language in their area.
Philippine languages have been influenced by
many other languages, including each other. In
1937, Filipino was named the National Language of
the Philippines.
Religion
More often than not, the Filipino people place their
moral values in religion, particularly Catholicism
and Islam. Religion is seen as a universal value that
further strengthens the
family and sometimes even affects the
government in power.
This shouldn’t be an issue for business owners,
since BPO in the Philippines is a major driving
force for the country’s economic growth.
This loosens up the tensions between the
Philippine government and foreign business
owners and investors, making it easy for
investments to go through and for businesses to
receive tax relief on top of it all.
However, since Filipino talents have strong feelings
about their religious beliefs, it’s best if you keep
your conversations both professional and friendly
when religion gets involved.
Ten Great Attributes of a Nurse
1. Communication Skills
Solid communication skills are a basic foundation
for any career. But for nurses, it’s one of the most
important aspects of the job. A great nurse has
excellent communication skills, especially when it
comes to speaking and listening. Based on team
and patient feedback, they are able to problem-
solve and effectively communicate with patients
and families.
Nurses always need to be on top of their game and
make sure that their patients are clearly
understood by everyone else. A truly stellar nurse
is able to advocate for her patients and anticipate
their needs.
2. Emotional Stability
Nursing is a stressful job where traumatic
situations are common. The ability to accept
suffering and death without letting it get personal is
crucial. Some days can seem like non-stop gloom
and doom.
That’s not to say that there aren’t heartwarming
moments in nursing. Helping a patient recover,
reuniting families, or bonding with fellow nurses are
special benefits of the job. A great nurse is able to
manage the stress of sad situations, but also
draws strength
from the wonderful outcomes that can and do
happen.
3. Empathy
Great nurses have empathy for the pain and
suffering of patients. They are able to feel
compassion and provide comfort. But be
prepared for the occasional bout of compassion
fatigue; it happens to the greatest of nurses.
Learn how to recognize the symptoms and deal
with it efficiently.
Patients look to nurses as their advocates — the
softer side of hospital bureaucracy. Being
sympathetic to the patient’s hospital experience
can go a long way in terms of improving patient
care. Sometimes, an empathetic nurse is all
patients have to look forward to.
4. Flexibility
Being flexible and rolling with the punches is a
staple of any career, but it’s especially important
for nurses. A great nurse is flexible with regards to
working hours and responsibilities. Nurses, like
doctors, are often required to work long periods
of overtime, late or overnight shifts, and
weekends.
Know that it comes with the territory. The upside
is that a fluctuating schedule often means you’re
skipping the 9 to 5, cubicle treadmill. Sounds
perfect, right? Run errands, go to the movies, or
spend time with the family — all while the sun still
shines!
5. Attention to Detail
Every step in the medical field is one that can
have far-reaching consequences. A great nurse
pays excellent attention to detail and is careful not
to skip steps or make errors.
From reading a patient’s chart correctly to
remembering the nuances of a delicate case,
there’ s nothing that should be left to chance in
nursing. When a simple mistake can spell tragedy
for another’s life, attention to detail can literally be
the difference between life and death.
6. Interpersonal Skills
Nurses are the link between doctors and patients.
A great nurse has excellent interpersonal skills
and works well in a variety of situations with
different people. They work well with other nurses,
doctors, and other members of the staff.
Nurses are the glue that holds the hospital
together. Patients see nurses as a friendly face
and doctors depend on nurses to keep them on
their toes. A great nurse balances the needs of
patient and doctor as seamlessly as possible.
7. Physical Endurance
Frequent physical tasks, standing for long periods
of time, lifting heavy objects (or people), and
performing a number of taxing maneuvers on a
daily basis are staples of nursing life. It’s definitely
not a desk job.
Always on the go, a great nurse maintains her
energy throughout her shift, whether she’s in a
surgery or checking in on a patient. Staying
strong, eating right, and having a healthy lifestyle
outside of nursing is important too!
8. Problem Solving Skills
A great nurse can think quickly and address
problems as — or before — they arise.
With sick patients, trauma cases, and
emergencies, nurses always need to be on hand
to solve a tricky situation. Whether it’s handling
the family, soothing a patient, dealing with a
doctor, or managing the staff, having good
problem solving skills is a top quality of a great
nurse.
9. Quick Response
Nurses need to be ready to respond quickly to
emergencies and other situations that
arise. Quite often, health care work is simply the
response to sudden incidences, and nurses must
always be prepared for the unexpected.
Staying on their feet, keeping their head cool in a
crisis, and a calm attitude are great qualities in a
nurse.

10. Respect
Respect goes a long way. Great nurses respect
people and rules. They remain impartial at all
times and are mindful of confidentiality
requirements and different cultures and
traditions. Above all, they respect the wishes of
the patient him- or herself.
Great nurses respect the hospital staff and each
other, understanding that the patient comes
first. And nurses who respect others are highly
respected in return.
Professional image of Nurses
Professional image is the image that one
projects about themselves based upon
appearance and reputation. Image can be
conveyed as professional by the way that you
dress, the way you speak, the way you respond
to others, and the way that others speak about
you.
Providing conflict resolution skills, improving
communication, and promoting team building
are ways nurses can enhance the image of
nursing. From an educational perspective, a
unified entry academic level into the nursing
profession will help our image.
A professional nursing image has been linked to
uniforms but includes other concepts such as
presence, communication, education,
professional
affiliations, caring behaviors, ethical practice,
and overall attitude of the nurse, all contributing
to increased professionalism in the discipline.
Nursing image is very important for nursing
profession. It is the way the profession appears
to others including to general public. ... The
most important is that image can influence
nurses themselves, just like nurses may feel
depressed or less effective if others view them
negatively.
Your professional image is the set of qualities
and characteristics that represent perceptions
of your competence and character as judged by
your key constituents (i.e., clients, superiors,
subordinates, colleagues).
WEEK 17: OPPORTUNITIES FOR
ENTREPRENEURIAL NURSING PRACTICE
Nurse entrepreneurs fill the gaps in the
current health care delivery system by
supporting the development of targeted
products and services, enhanced technology,
software, and safety systems. A nurse
entrepreneur has been defined as “a
proprietor of a business that offers nursing
services of a direct care, educational,
research, administrative, or consultative
nature”.1 Nurse entrepreneurs may build their
businesses to develop and distribute medical
products or devices, offer direct patient care
or patient advocacy, educate or train other
professionals or community members, or
provide health care-related consultation,
among other functions. As more nurses move
beyond the
bedside to explore entrepreneurship, it is
important to identify best practices and the
skill sets that are transferable from direct
caregiving to business leadership. It is also
important to learn about how nurses have
shifted perspective to make the transition,
including the need for self-care. Despite the
challenges that nurse entrepreneurs face,
entrepreneurship can provide opportunities
for nurses to have a more significant impact,
achieve greater career and life satisfaction,
and experience an enhanced sense of
empowerment
What Is a Nurse Entrepreneur?
Nurse entrepreneurs combine healthcare
knowledge and business sensibilities to
develop successful business ventures that
center around optimal care delivery. Nurse
entrepreneurs can focus their business on
any of numerous health-related categories,
such as information technology and patient
data storage, healthcare services, or medical
devices.
The work of nurse entrepreneurs carries the
potential to make a profound impact on
healthcare. By independently working to
create new and innovative tools and
systematic industry advances, they can help
lay the foundation to move the concept of
care delivery forward in many ways. These
can include more cost-effective means of
care delivery,
more efficient patient treatment, and the
ability to create more robust individualized,
proactive patient wellness strategies.
Ultimately, nurse entrepreneurs can make it
possible for patients to have better control
over their health and healthcare costs, which
could go a long way toward helping them
improve their quality of life.
How to Become a Nurse Entrepreneur?
Becoming a nurse entrepreneur can give a
nursing professional a significant measure of
freedom to build their healthcare career on
their own terms. However, this freedom is
carefully shaped and earned by a specific
step-by-step process.
Education
Like other professions in the nursing field, the
first step to becoming a nurse entrepreneur is
to earn a degree. Typically, an advanced
degree is not a requirement; however, earning
an advanced degree such as a Doctor of
Nursing Practice can help build an
individual’s career.
Certification
Once an individual earns a degree, they
would then need to gain certification. The
certification commonly associated with nurse
entrepreneurship is obtained through the
National Council Licensure Exam for
registered nurses (NCLEX-RN), which is a
test administered by the National Council of
State Boards of Nursing that is designed to
confirm proficiency in metrics like safety,
psychosocial integrity, and health
maintenance
Experience
After obtaining licensure, nurse
entrepreneurs need to gain experience in the
nursing field. This not only allows nurses to
build a record of demonstrable knowledge
and skills in a real-world environment but
also enables them to identify their strengths
and weaknesses. This can allow a nurse to
improve and optimize their approach to
healthcare delivery before they strike out on
their own health-related venture.
Nurse Entrepreneurship Qualities
Successful nurse entrepreneurs possess a
skill set that allows them to seamlessly
integrate healthcare and business, such as
strong leadership, analytical, and
communication competencies. At the same
time, they must possess other characteristics
that can enable them to apply their skills
independently.
Business Development
Nurse entrepreneurs must be able to see
how their healthcare experience can lead to
the development of a successful business.
An example of this in action stems from
Seattle Sutton, RN, BSN, of Marseilles,
Illinois, whose Seattle Sutton’s Healthy
Eating prepares thousands of nutritionally
balanced meals every week for clients across
the U.S.
Another example of nurse entrepreneurial
success is Pat Bemis, RN, CEN, who has
built a care-based empire through her
website, CDs, seminars, and books,
including her self- published debut
“Emergency Nursing Bible.”
Independence
Nurse entrepreneurs must have the ability to
work independently, which means more than
just not working underneath a head nurse or
nursing executives. It means having the self-
discipline and motivation necessary to shape
an effective business model. This can range
from deciding how their work is done to
determining how much they can charge for
their services. Earning an advanced degree
such as a DNP can help individuals develop
this discipline.
Passion
It is essential for nurse entrepreneurs to
effectively channel the interests they are
most passionate about, such as nutrition,
technology, or education, into a specific field.
For instance, the nurse entrepreneur who is
passionate about reducing the risk of
cardiovascular disease may focus their
career path on developing devices that can
help people better manage their blood
pressure, cholesterol, and other elements
that can impact their heart health.
Flexibility
Nurse entrepreneurs need to embrace the
flexibility that comes with the role and use it
wisely. Working independently gives nurse
entrepreneurs the ability to control their own
schedules and build a better work-life
balance. However, it also comes with the
responsibility to build their schedules in a
way that optimizes effectiveness for their
businesses to grow and develop.
Nurse Entrepreneurs Are Making an Impact
Clara Barton is considered the first nurse
entrepreneur. She founded the American Red
Cross in 1881, and her organization
continues to make a profound global impact
today. Other nurses have followed in her
entrepreneurial footsteps and made an
impact in their
own way.
One of these nurses was Gayle Francis, who
founded AMN Healthcare in 1985 under the
name American Mobile Nurses. The company
she founded changed its name in 1998 to
create an umbrella organization that could
house the smaller companies that AMN
Healthcare was ready to acquire. Over the past
two decades, AMN purchased over a dozen
healthcare staffing companies and their
affiliated sub-brands.
Another nurse entrepreneur making a
difference is Cyndie Colarusso, RN, BSN,
CPTC, CTBS. The company she founded,
Pathways Consulting, provides services to the

procurement and tissue banking community.

Pathways also helps to enhance the care and
appreciation of donor families whose loved
ones gave the ultimate gift.
A third example of successful nurse
entrepreneurship comes from Renee Baldo,
RN, BS, MBA. Baldo is the founder of
Unlimited Potential, a skincare and wellness
studio that takes a holistic approach to mind,
body, and spirit. Her own experience with
therapeutic face and body treatments and her
deep understanding of stress and its effects
ultimately allows her to encourage her clients
to be proactive in preventing negative effects
over time.
Promote Real Change in Healthcare
Entrepreneurial nurses are changing the field of
healthcare, and you could be next.
Maryville University offers several nursing
programs, including an online Bachelor of
Science in Nursing (RN to BSN)program and
anonline Master of Science in Nursing
program.
For aspiring nurse entrepreneurs preparing for
the future of healthcare and looking to build
their skills and experience with a terminal
degree, Maryville’s online Doctor of Nursing
Practice offers a curriculum that helps them
pursue a host of healthcare leadership
positions, including as business owners. To get
started on the path to advancing your nursing
expertise and career, explore what the online
DNP program can do for you.